METHODS OF MOTIVATING EMPLOYEES

                        

Motivation is commonly referred to as thinking or acting in a specific way. Motivated employees are more active, and happy to work in an organizational environment.   (Sabir, 2017) Stating that motivated employees will be having the following qualities.

1.             A more efficient method of completing a task

2.          .   Be more concerned with quality.

3.             Increase your productivity and efficiency by recognize.

To gain the maximum an organization must recognize that employees are not the same, they are with unique characteristics. Therefore, an organization can motivate its employees with many types of methods.

Motivating factors can be intrinsic, which means they come from inside, or extrinsic, which means they come from outside. According to (Herzberg, 1987) , intrinsic motivation includes achievement, recognition for achievement, the task itself, responsibility, and progress or advancement. Mainly driving factors include, company policy and administration, supervision, and interpersonal interactions. As per Herzberg (1987) and Knoop (1994) Employees are satisfied when intrinsic motivation factors are available and employees will be dissatisfied in the absence of extrinsic motivational elements. Intrinsic and extrinsic motivation are both necessary and can be encouraging in the workplace to motivate employees and improve productivity.

With a better understanding of the employee, you will be able to motivate them using appropriate motivation methods. It will boost employee engagement and happiness. Intrinsic motivation is a type of internal motivator. Employees work because they enjoy the excitement, sense of achievement, joy, and personal fulfillment. That comes from both the processes and the outcomes of their work-related activities (Bauer K.N Orvis K.A Ely, 2016).

Extrinsic motivate employees that are motivated by external factors. People can be motivated or can provide tangible feedback through rewards such as bonuses, benefits, and awards. K. J Skaggs (1991) states that Salary, bonuses, recognition, praise, flexible working hours, and social rights are examples of intrinsic and extrinsic rewards in the reward management system. (L L Liu ., 2007) stating enterprises can use a reward management system to attract, retain, and motivate employees to achieve high levels of performance.               

Rewards & Recognition

(Eshun, 2011) emphasis that the employees can be motivated by the organization's reward and recognition systems and that would be one of the most important factors in increasing the organization's productivity. The sales team at Home Lands Company is motivated by rewarding the best salesperson every month and the best salesperson of the year.

Employees can be recognized in a variety of ways. Rewards recognition can be displayed in front of the audience as the best salesperson of the year, or it can give them vouchers to spend with their families, or it can provide them with personal development opportunities and training programs. That will encourage employees to maintain the same attitude toward the workplace. (Sabir, 2017) stating that highly motivated employees are always helping organizations to achieve company goals and it is the main plan of the organization’

Satisfactory remuneration and salary package

ISLAM (2020) states that salaries are an important source of income for employees and determine their standard of living and it will provide basic attraction to an employee and leads to employee motivation. Homelands company motivates with the luxury vehicle for transportation and incentive structure.

Training and development programs

According to Lockley (2012) another effective employee motivation approach is to provide training and development programs that effectively contribute to individuals' personal and professional growth. All sales representatives of the company will go through a training program every 6 months.

Job Rotation, Flexible schedule

Llopis (2012 ) has designated alternative working patterns such as job rotation, flexible schedules, and flexible working as effective motivational tools. When an employee has flexible working hours, he or she can report to the office whenever it is convenient for them and complete the working hours in an efficient manner. Flexible working hours will help you to maintain a good life-work balance. (Sussanna Shagvaliyeva, 2014).The sales representatives at Home Lands Company have flexible work schedules. 8 a.m. to 5 p.m. or 10 a.m. to 7 p.m.

Efficient Communication

Line managers and supervisors can ensure efficient communication with their teams by using a direct medium rather than relying on emails will create a relationship and a bond among the team and will increase the team’s motivation (Wylie, 2004).

Additional responsibilities

Additional responsibilities can be a highly motivating aspect of a job for some employees and it allows them to have a greater sense of ownership in various organizational efforts, which motivates them to try so hard for business success (Davidescu, 2020). This will help employees to have their own satisfaction.

References

Bauer K.N Orvis K.A Ely, K. a. S. E. A., 2016. Re-examination of motivation in learning contexts: meta-analytically investigating the role Re-examination of motivation in learning contexts: meta-analytically investigating the role type of. J. Bus. Psychol, pp. 31, 33–50. doi: 10.1007/s10869-015-9401-1.

Davidescu, A. A., 2020. Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employee Implications for Sustainable Human.

Eshun, C., 2011. Rewards as a Motivation Tool for employee performance.

Herzberg, F., 1987. How do you motivate employee. Harvard Business Review,, Volume 109, p. 65.

ISLAM, 2020. What Factors Do Motivate Employees at the Workplace? Evidence from Service Organizations. Associate Professor, Department of Business Administration, The International University of Scholars .

K. J Skaggs, A. D. .. A., 1991. The use of concurrent schedules to evaluate the effects of extrinsic rewards on “intrinsic motivation”: a replication. J. Org. Behav. Manage. 12, 45–83., p. 10.1300/J075v12n01_04.

Knoop, R., 1994. Work Values and job satisfaction. The journal of psychology , Volume 128, p. 683.

L L Liu ., L. B.-M. Y. J. Y. W. W., 2007. Does dopaminergic reward system contribute to explaining comorbidity obesity and ADHD?. Med. Hypotheses , pp. 70, 1118–1120. 10.1016/j.mehy.

Llopis, G., 2012 . The Top 9 Things That Ultimately Motivate Employees to Achieve. Forbes.

Lockley, M., 2012. The Secret to Motivating a Team. The Guardian.

Sussanna Shagvaliyeva, R. Y., 2014. American Journal of Industrial and Business Management. Impact of Flexible Working Hours on Work-Life Balance, Volume Vol.4 No.1(2014), Article ID:42311,4 pages.

Wylie, K., 2004. Managers Get the Staff They Deserve. GRIN Verlag. .